25 Hot Jobs That Pay More Than $100,000 a Year

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Choosing a career can be an overwhelming decision thanks to the vast array of options available to you. So, aiming high and setting a six-figure salary goal could be a smart move — it narrows down your choices and might even help you secure a bright financial future.

To find jobs where you can earn more than $100,000 a year, GOBankingRates analyzed occupations from the Bureau of Labor Statistics (BLS) that paid a median salary between $100,000-$150,000 in 2018. In addition, the study found the employment growth outlook and the top-paying metropolitan areas for each job. If shooting for a six-figure salary right out of the gate seems too ambitious, GOBankingRates also compiled a separate section with occupations that have the potential to make over $100,000 annually — once you work your way to the top.

25. Aerospace Engineer

  • Salary: $117,100

Aerospace engineers earn a pretty penny by keeping their head in the clouds. These engineers design aircraft, missiles, satellites and spacecraft, and they often specialize in products such as commercial airplanes or remotely piloted rotorcraft. This occupation is expected to see a 6% growth in employment between 2016-26, which equates to a gain of 4,200 jobs. You can earn a mean salary of $136,720 per year if you manage to find work as an aerospace engineer in the metropolitan area encompassing Arlington, Virginia; Alexandria, Virginia; and Washington, D.C.

24. Postsecondary Economics Teacher

  • Salary: $117,180

Postsecondary economics teachers — aka professors or faculty members — teach economics courses at colleges and professional schools, in addition to conducting research in many cases. For the most lucrative positions, head to the metropolitan area centering on the cities of Bryan and College Station in Texas, where you can earn a mean wage of $176,330 per year. Overall employment for postsecondary teachers is expected to grow by a whopping 197,800 jobs between 2016-26, which is an increase of 15%.

23. Computer Hardware Engineer

  • Salary: $117,840

As a computer hardware engineer, you’ll work on developing computer systems and components such as circuit boards, memory devices, networks, processors and routers. It may come as no surprise, but high-paying jobs in this field can be found in California, around San Jose, Sunnyvale and Santa Clara — the home of Silicon Valley. There, the annual mean wage is bumped up to $144,230. Overall, computer hardware engineers can expect to see employment growth of 5% between 2016-26, which equals an increase of 4,000 jobs.

22. Optometrist

  • Salary: $119,980

The optometry field is projected to see impressive employment growth of 18% — or 7,200 jobs — between 2016-26. Beyond prescribing glasses or contact lenses, these professionals diagnose and treat different eye conditions and diseases. In particular, optometrists working in the Hartford, East Hartford and West Hartford metropolitan area in Connecticut earn $203,390 per year, on average, which is significantly more than the mean optometrist salary in the U.S.

21. Air Traffic Controller

  • Salary: $120,830

Air traffic controllers perform a critical role in coordinating aircraft to maintain safe distances between them in the air and on the ground. These workers can rake in an annual mean wage of $151,960 if they find jobs around the Sacramento, Roseville and Arden-Arcade metropolitan area in California. Overall, this field will likely see employment growth of 3% between 2016-26, totaling 900 jobs.

20. Judge, Magistrate Judge or Magistrate

  • Salary: $121,130

Judges, magistrate judges and magistrates are taxed with many different duties in a court of law, such as sentencing a defendant in criminal cases or determining the liability of a defendant in civil cases. To become one, you’ll typically need to earn a law degree and gain work experience as a lawyer first. The Sacramento, Roseville and Arden-Arcade metropolitan area in California pays the highest average salary for these positions, at $198,490 per year. Overall, opportunities are projected to grow by 5% between 2016-26 — an increase of 2,200 jobs in this field.

19. Training and Development Manager

  • Salary: $121,730

Training and development managers coordinate programs that are designed to boost employee knowledge and skills at an organization. Employment is projected to grow by 10%, or 3,600 jobs, between 2016-26. The top-paying metropolitan area for this field is located around San Jose, Sunnyvale and Santa Clara in California — aka Silicon Valley. Training and development managers earn $165,370 per year, on average, in that region.

18. Personal Financial Advisor

  • Salary: $121,770

Are you passionate about money and making an impact? Personal financial advisors help people manage their finances by providing advice on matters such as college savings, estate planning, investments, mortgages, retirement and taxes. These savvy individuals can earn an average salary of $215,840 per year if they choose to work in the Gainsville, Georgia, metropolitan area. Overall, employment for personal financial advisors is expected to grow by 15%, or 40,400 jobs, between 2016-26.

17. Postsecondary Health Specialties Teacher

  • Salary: $122,320

These professors or faculty members teach courses in health specialty fields such as dentistry, pharmacy, public health, therapy, veterinary science and more. The Jackson, Mississippi, metropolitan area offers the most competitive pay for postsecondary health specialties teachers, at $191,070 per year. In general, postsecondary teachers can expect to see employment grow by 197,800 jobs — or 15% — between 2016-26.

16. Pharmacist

  • Salary: $123,670

The pharmacist at your local CVS is in charge of dispensing prescription medications to patients and educating them on the safe usage of their prescribed drugs. Some of the highest-paid pharmacists can be found in the Tyler, Texas, metropolitan area earning $174,870 per year, on average. Employment for pharmacists is projected to increase by 6% — or 17,400 jobs — between 2016-26.

15. Computer and Information Research Scientist

  • Salary: $123,850

If you’re leaning toward a career in computer and information science, you’re in luck — it’s one of the fastest-growing industries on GOBankingRates’ list. The annual mean wage for these positions in the San Jose, Sunnyvale and Santa Clara metropolitan area in California is $167,990. With employment projected to shoot upward by 19%, or 5,400 jobs, between 2016-26, there’s a good chance that your master’s degree will pay for itself in record time.

14. Physicist

  • Salary: $125,280

Fascination with the physical world can pay off in a big way for physicists, who earn an average salary of $169,550 per year in the Buffalo, Cheektowaga and Niagara Falls metropolitan area in New York. Job growth is solid as well, with a change of 14% — or 2,800 jobs — expected through 2026. As a physicist, you’ll conduct research, develop theories based on experiments and observation and come up with ways to apply physical laws and theories.

13. Purchasing Manager

  • Salary: $125,630

Purchasing managers oversee buyers and purchasing agents who negotiate contracts, evaluate suppliers and more in order to acquire products and services for other organizations to resell. Managers typically handle more complex tasks, so you’ll need a few years of experience in procurement to become one. Aim for purchasing manager jobs in the Morgantown, West Virginia, metropolitan area if you want to earn the annual average wage of $174,470.

12. Human Resources Manager

  • Salary: $126,700

If you love working with people, a job as a human resources manager might be right for you — once you ascend the ranks in the field. These professionals serve as the bridge between management and employees at an organization, and they coordinate the company’s staff and human resources activities. For the highest-paying jobs, head to the Bridgeport, Stamford and Norwalk metropolitan area in Connecticut, where the mean wage for human resources managers is $182,230 per year.

11. Postsecondary Law Teacher

  • Salary: $130,710

These professors and faculty members teach courses in law at colleges and professional schools, sometimes in conjunction with conducting research. The most in-demand jobs for this field can be found around the metropolitan area of Minneapolis; St. Paul, Minnesota; and Bloomington, Wisconsin. There, postsecondary law teachers earn a mean wage of $161,380 per year. Overall, employment for postsecondary teachers is projected to grow by 15% between 2016-26 — an increase of 197,800 jobs.

10. Public Relations and Fundraising Manager

  • Salary: $131,570

After accumulating years of work experience, you can aim for a position as a public relations and fundraising manager. These professionals create materials to enhance the public image of their employer, and they also direct campaigns to raise donations for their organization. Employment in the field is projected to grow by 10% or 7,700 jobs. The best opportunities are located in the metropolitan area encompassing Arlington, Virginia; Alexandria, Virginia; and Washington, D.C. — the annual mean wage for public relations and fundraising managers in this region is $181,100.

9. Compensation and Benefits Manager

  • Salary: $132,860

Compensation and benefits managers determine competitive wage rates, devise an organization’s benefits and pay structure, ensure compliance with federal and state regulations and manage benefits vendors, among other responsibilities. Hartford, West Hartford and East Hartford in Connecticut make up the highest-paying metropolitan area for this field, with an annual mean salary of $178,860. Employment for compensation and benefits managers is expected to grow by 5% through 2026 — an increase of 800 jobs.

8. Advertising and Promotions Manager

  • Salary: $133,090

Creative types who don’t quite fit the mold for public relations and fundraising might want to consider advertising and promotions instead. Employment in both fields is projected to grow by 10% between 2016-26, but there will be a greater number of positions available for advertising and promotions managers — 23,800 additional jobs — and it pays more. Advertising and promotions managers in Silicon Valley sit within comfortable reach of $200,000, as the mean wage for this field in the San Jose, Sunnyvale and Santa Clara metropolitan area in California is $197,130 per year.

7. Natural Sciences Manager

  • Salary: $139,680

Natural sciences managers can find work in the government and a variety of industries, such as manufacturing and consulting. However, hot jobs in this field are generally located in the Bridgeport, Stamford and Norwalk metropolitan area in Connecticut, where the annual mean wage for natural sciences managers is a whopping $240,800 — over $100,000 more than the U.S. average. Overall, employment in the field is expected to grow by 10% between 2016-26, which is an uptick of 5,600 jobs.

6. Sales Manager

  • Salary: $140,320

Sales managers direct the sales teams at organizations, which includes setting goals, analyzing data and establishing training programs for sales representatives. Overall employment in the field is projected to increase by 28,900 jobs — a growth of 7%. For high-paying sales manager positions, check out the metropolitan area encompassing New York; Newark, New Jersey; and Jersey City, New Jersey. There, the average salary for these professionals is $195,680 per year.

5. Lawyer

  • Salary: $144,230

Lawyers are well-known for their lucrative paychecks, but becoming one isn’t easy — it requires years of law school and passing your state’s written bar examination. However, you’ll be handsomely rewarded in your career, especially if you work in Silicon Valley. Lawyers in the San Jose, Sunnyvale and Santa Clara metropolitan area in California earn an annual mean wage of $207,950. Better yet, overall employment is expected to grow by 8% through 2026 — an increase of 65,000 jobs for lawyers.

4. Financial Manager

  • Salary: $146,830

Financial managers are tasked with the financial well-being of an organization, and their responsibilities include directing investment activities, producing financial reports and developing long-term strategies to meet the goals of their employers. The job outlook for financial managers is overwhelmingly positive: Employment is projected to grow by a staggering 19% between 2016-26, which means an increase of 108,600 jobs. The highest-paid financial managers can be found earning an annual mean wage of $208,670 in the metropolitan area encompassing New York; Newark, New Jersey; and Jersey City, New Jersey.

3. Marketing Manager

  • Salary: $147,240

Marketing managers assess the market demand for services and products from an organization and its competitors. They also identify potential customers and develop pricing strategies to maximize their employer’s profits. These professionals are especially well off in Silicon Valley; marketing managers working in the San Jose, Sunnyvale and Santa Clara metropolitan area in California earn an annual mean wage of $197,130. Overall, employment is projected to grow by 10% through 2026, which equates to an increase of 23,800 jobs.

2. Podiatrist

  • Salary: $148,220

To diagnose and treat complications with the human foot, you’ll need to earn a doctorate in podiatric medicine, complete a three-year residency program and become licensed. However, investing in your education will certainly pay dividends in your career — especially if you work in the Charlotte, Concord and Gastonia metropolitan area in North Carolina. Podiatrists in that region take home a staggering $256,950 per year, which is over $100,000 more than the U.S. average. Overall, these doctors can expect an increase of 1,100 positions in their field between 2016-26 — a growth rate of 10%.

1. Architectural and Engineering Manager

  • Salary: $148,970

Taking the top spot on GOBankingRates’ list, architectural and engineering managers offer the highest mean pay compared to all the other occupations in this ranking. These professionals are in charge of activities such as proposing budgets, supervising staff, leading projects and reviewing for quality, among other responsibilities, in architectural and engineering companies. Overall, employment in this field is projected to grow by 6% through 2026 — an increase of 9,900 jobs. Generally, the highest-paid architectural and engineering managers can be found earning $199,650 per year, on average, in Silicon Valley.

These Jobs Pay $100K — If You Can Make It to the Top

 

It’s not easy to land a six-figure salary without extensive education or significant experience in the workplace. While the jobs in the following section didn’t make the cut in terms of average pay, there’s potential for you to earn $100,000 or more if you choose the right employer, work in certain geographical areas or gain a specialization, among other options. Making the right moves in your career — and working hard, of course — could make it possible for you to become one of the top 10% of earners in your field.

Health Diagnosing and Treating Practitioner

  • Salary: $73,960

This category includes healthcare providers other than physicians and surgeons, such as acupuncturists, naturopaths and orthoptists, who diagnose and treat vision disorders. The bottom 10% of practitioners earn a mean wage of just $40,910, but at the 75th percentile, earnings jump to $109,610, and the top 10% earn $141,330.

In addition to excellent pay, these jobs are plentiful, and they’re increasing at a faster than usual rate. Most opportunities are government positions, but other healthcare practitioners, hospitals and doctors’ offices also employ significant numbers and pay salaries in the upper range. Practitioners working in psychiatric and substance abuse hospitals have the highest mean earnings — $119,880.

Power Plant Operator, Distributor and Dispatcher

  • Salary: $83,020

The expected job growth for power plant operators, distributors and dispatchers is stagnant at -1%, but this job category made the list because it’s the only high-income one surveyed that doesn’t require postsecondary education. The primary academic requirement is a high school education, and you can qualify for one of these positions after an extended period of on-the-job training.

The 90th percentile of workers holding these positions earn a mean wage of $111,250. Most distributors and dispatchers work at electric power or gas distribution facilities, but other potential employers include paper and pulp mills.

Continue on to Yahoo Finance to read the complete article.

Make the Most of Your Meetings!

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Typical managers spend nearly 40 percent of their work hours in meetings, not to mention the time spent preparing (and recuperating).

A survey of business leaders showed:

-33 percent of time spent in meetings is unproductive.

-75 percent of the respondents said it is “almost essential” to have an agenda, yet they use them only 50 percent of the time.

-Only 64 percent of meetings achieve their intended outcome.

A disciplined approach to making the most of meeting time will help to maximize team effectiveness.

Set an objective:

Answer these three questions.

What, ultimately, do I want to achieve by this meeting?

What, specifically, has to be accomplished by the end of this meeting?

When the meeting is over, how will I know whether the meeting was a success?

Use your answers to define your meeting’s objective. Then make participants aware of the objective up front. Make sure the key people attend are the key people and are the ones with the knowledge and experience needed to accomplish the meeting’s objective.

Arrange for the proper facility: Little things (how the room is arranged, the room temperature, or whether there’s coffee or not) can make a tremendous difference in the success of a meeting.

Write an agenda There are numerous ways to accomplish this task. Have a planning committee set the agenda, or send out a pre-meeting survey asking people to list one to three topics they want to discuss. When writing an agenda, put the most important items at the beginning. The agenda should be distributed far enough in advance so participants can adequately prepare for the meeting. The agenda should state the date, location, start, and finish time, topics to be covered, the expected outcome (information only, discussion, or decision).

Make the Most of Your Meetings Advice for achieving successful business meetings time allotted to each topic. Studies show that productivity decreases sharply after about an hour and a half of meeting.

If you must have a long meeting, provide adequate breaks.

Keep the meeting on track Consider using a facilitator or getting a team member to serve as timekeeper. If a facilitator is not used, the meeting leader is responsible for keeping the meeting on course and adjourning on time. You could also assign meeting roles to facilitate progress such as chairperson, note taker, timekeeper, or observer.

You might also allow the participants to suggest agreements for the meeting before the meeting begins, like those listed below.

– One person speaks at a time
– No side conversations
– Everyone participates
– Listen as an ally
– Set time frames and stick to them
– se a consensus decision-making model

If, as the leader, you notice that only a few are contributing, you can direct a question to others, such as “What do you think about . . .?” Should discussion stray from the agenda, you should ask, “Is this subject relevant?” and have the group determine if it should be added to the agenda or saved for a future meeting.

Summarize the meeting In closing, the leader should summarize the group’s accomplishments, review action items (including who, what, and when) and, thank everyone for their participation. The summary of the meeting should be appropriately documented and distributed to team members and key stakeholders.

Reprinted with permission: The Lindenberger Group, LLC.

First-time leaders need to stick to these 4 truths to succeed

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Congratulations! You have just been promoted to a leadership role in your company. You have aspired to be a manager and leader throughout your career, and you have finally achieved it. Now, here’s the bad news.

Research conducted by CEB shows that 60% of all new managers fail within the first 24 months of their new position. And the main reason they fail is that they were not trained properly on how to manage other people and be an effective leader in the first place. You don’t want to add yourself to that statistic, do you?

As a first-time manager, your job is to focus on building trust, engagement, and culture within your team of direct reports. Effective management is about a lot of other things, too, but at the end of the day, culture and the way people work with each other on your watch is what has to come first. The people you work with have to trust you and believe in the culture you are building before they can believe in and ultimately execute the strategy you are giving them.

In my own career, the people I looked up to the most or learned the most from were individuals who cultivated that sense of trust. They engaged with me, and other team members, on a personal level. They welcomed a direct connection. And they took it upon themselves to get to know me and see me as more than just someone they were managing.

This past year, I took on a new role within SAP as head of Partner and Small and Mid-Size Business (SMB) Marketing. I am responsible for a team of 100 people across four or five levels within the organization, spread across four continents.

After reflecting on what I appreciated most about my own managers, I wanted my new team to know I was always available for a one-on-one chat, whether the conversation was work-related or not. My belief, and what I have learned from my managers before me, is that in order to build trust if someone on your team needs to talk, that relationship needs to be a priority.

Once you have trust as your foundation, you can begin helping your team adopt these four things necessary for them to be successful.

Show (don’t just “tell”) people how to have an urgency for change

Companies that succeeded in the past oftentimes struggle to find their next big leap forward.

I have been at SAP for 14 years, and I have witnessed moments (just like any other company) where new strategies and changes are adopted immediately and effectively and other moments where new strategies and changes are forgotten and tossed by the wayside. When changes don’t get implemented, it is not necessarily because they are more difficult to execute. It is often because the environment, the team, is not prepared in order to internalize that change.

In a metaphor, “change” is sort of like planting a tree.

First, you have to prepare the ground (your team’s culture), so that it has the best chance of growing and flourishing the way you would like it. Second, you have to show people how and why the changes you are proposing matter. People need to see and understand for themselves the long-term impact—not just be given a task with minimal visibility of the larger strategy. And third, you as the manager need to make each and every person involved see how they fit into the bigger picture. Human beings need to know why their part matters, and how their individual efforts impact the efforts of the group.

What tends to happen instead is new leaders take a seed, throw it onto rocky ground, and say, “Here’s our new strategy.” They offer minimal explanation into how or why it matters. They don’t help people see how their individual efforts matter. And then they get frustrated when nobody feels a sense of urgency to implement the changes into their daily responsibilities.

You have to put people first, always

The only asset we truly have is our people. Our people are who keep the company moving forward, our people are who keep our customers and partners engaged, and our people are who collectively create the entire energy and culture of the organization. This means it’s my job, and the job of all the other managers, to ensure our people feel happy, motivated, and like they’re making an impact. It’s our job to make sure they don’t feel like they are being lost in the shuffle of the company’s fast-moving environment.

Celebrate as a team. If one person or a small group of people accomplishes something, allow everyone to be part of that milestone. This will make the success more meaningful for those involved and stand as motivation for everyone else.

Support the efforts that don’t succeed. When team members go outside the scope of what is “normal,” try their hand at something new, and fail, their courage to be wrong is the quality that should be highlighted—not the failure itself. It’s the Thomas Edison principle. Your team might fail nine times out of ten, but that 10th time, you all may invent the light bulb together.

Hold people accountable by acknowledging their intentions. At the end of the day, people are human beings. Sometimes, we’re wrong. The manager’s job then is to create a space where being wrong is okay—but to also hold people accountable to ensure the idea was given its best effort.

Create a culture of openness and sharing

Oftentimes, the best ideas will come from your team—not you.

As a manager, you have to be the one to set the bar higher for your team. I’m not just talking about the goals team members set for themselves, but how they go about achieving them in the first place. Effective leadership is not just about “knowing the answer” but being able to facilitate conversations in a way that allows the best ideas and “answers” to unfold on their own. Every project and initiative your team takes on, ask yourself, “Have I raised the bar enough? Did we go beyond what was expected, and do something we can be proud of?” The more your team can lift itself because of the culture you have built and the expectations you have set, the less you will have to continually do it for them.

Unfortunately, a lot of first-time managers (and even seasoned managers) don’t allow their teams to achieve their full potential, because they get wrapped up in their egos.

They feel like unless they are the ones to come up with the idea, they aren’t going to have a job anymore. Or, they need to feel like they’re running the show and being seen as the leader, instead of taking a step back and letting the best idea (from whomever) emerge on its own. They say they want to collaborate but, in reality, they want to be the center of attention. As a result, the team reciprocates and feels like their efforts don’t really matter. They learn to just sit back and accept things as they are, instead of helping push the bar higher and uphold the team’s standard for excellence.

As a manager, your number one job is not to be the smartest person in the room. Your job is to essentially organize the room, and make sure the right people are working on the right things, together. From there, your job becomes about having an open mind, listening, and deciding who needs who else in order to be most successful.

Continue on to Fast Company to read the complete article.

Hot job! Taco Bell offers $100,000 salaries and paid sick time

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Wanted: Restaurant manager. Competitive salary: $100,000.

The six-figure sum is not being offered at a haute cuisine location with culinary accolades, but rather at fast-food chain Taco Bell. In the increasingly tight U.S. labor market, the company is betting a higher salary will help it attract workers and keep them on the team.

The Yum Brands Inc.-owned chain announced Thursday that it will test the higher salary in select restaurants in the Midwest and Northeast. It will also try a new role for employees who want leadership experience but don’t want to be in the management position. Current salaries for general managers at company-owned Taco Bell restaurants are between $50,000 and $80,000, according to the company.

Workers at company-owned Taco Bell restaurants nationwide will be offered at least 24 hours of paid sick time per year, the company also announced. According to a spokesperson, Taco Bell previously offered paid sick time only to managers and is now extending that offer to all employees at company-owned restaurants who have had their jobs for at least 90 days.

It’s another example of how stubbornly low unemployment is changing the face of fast food, which for decades has been seen as the quintessential low-wage job. Restaurants including Olive Garden owner Darden Restaurants Inc. and Shake Shack Inc. have recently reported that labor inflation is hurting margins.

In November, the unemployment rate fell to 3.5%, matching the lowest since 1969, while average hourly earnings climbed and exceeded projections.

Continue on to the Los Angeles Times to read the complete article.

 

This is the most essential trait you need to land any job

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There’s no denying the value of having relevant experience and a winning personality when you’re looking to land a new job. However, a recent study conducted by TopResume confirms there is another quality that employers find even more attractive when making hiring decisions.

When asked “Which of the following is most important in a candidate?” nearly half of the recruiters and hiring managers cited potential as the number-one factor, beating out experience (37%), personality (16%), and education (2%).

But what, exactly, is potential, and how can you demonstrate this trait to prospective employers during your job hunt? While there are various definitions floating to describe a “high potential” (HiPo) employee, it ultimately boils down to two qualities: problem-solving skills and a willingness to learn.

SOLVE PROBLEMS CREATIVELY
Managers are always looking for people who will bring solutions, rather than problems, to their departments. These are the types of hires who will provide the most value to the company, no matter if the position is in customer service, public relations, or engineering. Employers across all fields want to find workers who will face challenges head-on and seek creative solutions, rather than avoiding the situation or ignoring it entirely.

DESIRE TO LEARN AND GROW
Thanks to the fourth Industrial Revolution’s rapid pace of change, expertise has a shorter shelf life than ever before. In fact, according to Dawn Graham, PhD, author of the book Switchers: How Smart Professionals Change Careers and Seize Success, most of us will be forced to become career switchers at some point in the future because of these constant changes. No wonder employers are interested in candidates who have the willingness and ability to grow and adapt to new circumstances and challenges in the workplace. The best employees are lifelong learners, people who actively seek out new experiences, knowledge, and feedback to increase their skills and add value to their organizations.

THREE WAYS TO DEMONSTRATE POTENTIAL
Our research confirmed that most employers evaluate these qualities in a candidate based on what they find on a person’s résumé and during the interview process. Here’s how you can show hiring managers you’ve got the potential they’re seeking in their next top hire.

PREPARE PROOF POINTS
Anyone can declare a knack for tackling problems or a love of learning on their job application or during an interview. However, if you want to convince recruiters you possess these desirable skills, you need to offer proof.

Start by brainstorming a list of examples in your career when you demonstrated creativity in order to solve a problem, learn a skill, or meet a goal that benefited the company. For example, perhaps you gave yourself a crash course in blockchain technology to prepare a pitch for a potential client that your team successfully landed. Or maybe you delved into YouTube videos or took the initiative to complete an online course to quickly learn a new skill that was required to successfully complete a work assignment.

Spend time fleshing out the stories that best illustrate your skills. Then, determine which of these stories can be woven into your résumé or your interview responses.

MAKE SURE YOUR RÉSUMÉ LEADS WITH RESULTS
Review your list and flag the stories that resulted in an achievement or a contribution that benefited your employer, such as lower costs, safer operations, greater profits, happier customers, etc. These will be the most appropriate examples to incorporate into your résumé.

Use the bullet points under your résumé’s Work History section to highlight these successes. Where possible, begin each bullet point with the result of your efforts and then describe the actions you took to achieve such a result. This is known as the “result by action” format. The “action” part of this bullet point is your opportunity to specifically demonstrate how you leveraged a specific skill to provide value to your former employers.

In the cases where you completed training programs, courses, or certifications to expand or deepen your skill set, be sure to include these professional-development activities in your résumé’s Education and Professional Development sections.

PREPARE FOR BEHAVIORAL-BASED INTERVIEW QUESTIONS
Employers often ask candidates to describe how they behaved during a particular situation in the past in order to gauge how they might perform in a similar situation in the future. The sample behavioral interview questions below are designed to help interviewers assess your ability and willingness to adapt, to think creatively, to solve problems, and to take initiative—in other words, your potential.

Describe a time where you had to solve a difficult problem. How did you handle it?
-Tell me about the first job you ever had. What did you do to learn the ropes?
-Give me an example of a time when you had to think on your feet in order to delicately extricate yourself from an awkward situation.
-Tell me about a situation in which you recognized a potential problem as an opportunity. What did you do? What was the outcome?

Continue on to Fast Company to read the complete article.

Are Your Communication Skills Up to Par?

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Whether employers are hiring someone to make sandwiches, sell shoes, run science experiments, or repair plumbing—communication skills are always on the “must-have” list.

But what exactly do employers mean by “communication skills,” and how can you tell if you have them?

Here are some high-impact communication skills to check yourself on or work to develop, whether you’re looking for work or already have a job.

Face-to-face still matters

Although workplace communications are often online, well-rounded communicators need to be effective in face-to-face conversation, e-mail, on the phone, and—if used by the employer—text.

Communication needs vary by position, but most jobs require some face-time interaction with managers, coworkers, or customers, and employers appreciate an employee’s ability to bring their A game in person.

How well do you connect in face-to-face interactions? Some scenarios include:

Do you greet coworkers and welcome customers?

Extend a handshake at interviews and when meeting clients?

Participate and stay engaged when your team is gathered for meetings or events?

Are your non-verbals showing interest and engagement? Consider these points: Make eye contact, nod or smile when you agree, and use open body language; avoid crossing your arms and turning away from the other person.

Be intentional in your communication

When you start your communication from a purpose of understanding and how the other person might receive it, your communication will be clearer and more effective. When you analyze your job, or the job you’d like to get, consider these points: Who needs to understand what you have to communicate?

Possible targets for your communication might include: your manager, coworkers, the public, customers, students, patients, or others involved in the work you do.

What purpose does your communication serve? For example, do you want:

Customers to buy your product?

Patients to understand their medication?

The public to attend an event?

Your manager to know you’ve accomplished your goals? Once you know your intention, think about what kind of message your audience would respond to. Examples could include: Posting flyers in a neighborhood where your target customers live, writing a fact-filled report that shows how your work performance met job goals, creating a video that patients can re-watch, showing how to use medical equipment rather than to trying to explain complicated instructions repeatedly, texting reminders to students to register for classes.

Treating others professionally = good teamwork

Employers want their work teams to succeed, which typically means that team members get along, participate fully, and resolve conflicts when they do come up. The employer benefits and generally everyone on the team has a better experience. If you make assumptions about a team member, and they’re not the most positive, ask for clarification and clear the air after a misunderstanding to help build trust and keep the team functioning.

Do you let your team know when you need something or don’t understand something? Ask managers for feedback so you know what they need? Share information that would help others on the team?

Respect shows up in what you do and what you say. Do you speak positively about others on the team? Are good manners a priority with customers and coworkers? Do you make room for other people’s ideas?

In your team interactions, do you contribute to finding solutions? A team works better when members look for areas of agreement, and let unimportant differences go so the team can move forward together.

If you’ve decided your communication skills need some work, it’s never too late to brush up.

Source: CareerOneStop

How to write the best résumé for 2020

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young woman writing notes about resume on notepad

To turn your résumé into a high score résumé, highlight your personal bests and top career achievements. From the top of your résumé down, focus on your next level: the job you want next, not the job you have now. And punctuate your story of how you made it this far by crafting each bullet point into an accomplishment with a success verb and a number. Entice potential interviewers by providing quantified, proven results that detail your successes.

YOUR HIGH SCORES
High scores are very useful for understanding someone’s mastery of a game, a sport, or a skill. The person who can type 145 WPM has a built-in advertisement of their prowess with this statistic, and it attracts attention from people looking for that skill. Similarly, your résumé is an advertisement for your capabilities and should promote them by showing what you’ve been able to achieve in your job to date.

Whether it’s accounts won, servers maintained, leads gained, or warehouses managed, all of our activities in our professional careers can be quantified. By sharing your specific high scores rather than vague duties, you give your future boss the ability to understand how far you can run, how high you can jump, in your career.

When you start to think in high scores, you’ll banish boring phrases such as “seasoned executive,” “responsible for,” and “managed.” And you’ll recast your experiences to include the most exciting and impressive outcomes you’ve achieved in each area of your job. Share your high scores attained, achievements unlocked, and badges won to attract your future boss’s attention in 2020.

YOUR NEXT JOB
The summary at the top of your résumé should be all about your next job, not your current one. Your war stories about achieving a new personal best in Tetris, tennis, or the triathlon don’t start with a boring recitation of the first time you played the game, so your professional summary shouldn’t summarize the old times. Focus instead on your next challenge.

If you’ve been a director of marketing for four years and are ready for a promotion, your professional headline should focus on your next role: “VP, brand marketing.” By declaring who you are going to be next, you’ll be appealing to bosses in the market for a VP. Spending this precious space on your current level is a missed opportunity. After all, you don’t need to advertise for the job you already have.

YOUR BULLET POINTS
Each bullet on your résumé should show a high score that is a significant achievement in your role that demonstrates your skills and capabilities in practice. Each bullet point should be constructed with a success verb and a specific numerical accomplishment in that job.

Typical résumé advice says to use active verbs, but that’s not enough. Some active verbs are bland and do nothing to help persuade a future employer. “Managed,” “established,” “defined,” and “performed,” are all considered active verbs and are frequently used on résumés. But these aren’t good verbs for communicating your high scores. You wouldn’t say “I managed a little character through a variety of levels,” or “I performed various moves in the game.”

Success verbs that show you as the hero of your own story are better. Words like grew, increased, shrank, optimized, gained, or minimized make it clearer how you’ve achieved your high scores and why you might do it again.

Everything in business comes down to the numbers: profit and loss, stock price, or market share. That’s why it makes sense to convey your worth to your future boss in numbers in your high scores.

“Show, don’t tell” is the best advice. Within the confines of confidentiality, your bullets should provide specific proof to support the skills and accomplishments in your professional summary. Simply asserting you’re good isn’t persuasive. For each bullet, describe the accomplishment with specific details. Those specific results, specific stories, and specific successes will resonate most with future bosses.

Continue on to Fast Company to read the complete article.

This is the one question you should ask before setting a New Year’s goal

LinkedIn
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It’s goal-setting season, and many of us are looking to switch things up in our working lives next year. This can be tricky because, even when you know it’s time for a change, it can be hard to know exactly where to start and what to do. Sometimes, it’s hard to define what it is we want to change in our career. We just know it’s not fulfilling us in the most important ways.

Not all career goals require big changes. Some may be achievable without moving into a different role or switching employers, especially if you work for a company with a robust learning culture. In other cases, the onus may be on you to do some self-directed upskilling before you’re truly ready to make progress toward your goals.

Fill in this blank to more crisply define exactly what’s driving you:

I want to _______.

Grow in my current role

If you’re happy with your employer and functional area, that doesn’t mean you should coast along until something forces you to act. It’s always smart to keep building upon your skills.

Look to what more seasoned coworkers are doing that you could add to your skill set. See if there are new technologies or tools you can get a jump-start on learning, even before your job demands them. Ask your manager if you can schedule a career conversation for them to advise you on where you need to develop your expertise in order to increase your impact—or snag a promotion. Make sure you talk to someone on the learning and development (or HR) team, so you’re aware of any development opportunities available, and let them help connect you to educational resources aligned to your goals.

Move into management

If you’re eyeing a transition into management, keep in mind that managing people is very different from performing an individual job function. The hard skills that got you where you are today won’t be enough to prepare you for the responsibilities that come with managing direct reports or, perhaps, an entire team.

The competencies that separate the best managers tend to be those we refer to as soft skills or people skills. They’re things like problem-solving, relationship building, emotional intelligence, and effective leadership. Again, I recommend speaking to your manager and others in your professional network and asking them where they believe you need to grow in order to become ready for management. This isn’t a goal you’re likely to achieve all by yourself, so identify the sponsors who can support you in this endeavor.

Pivot to something completely different

If your career goals involve moving into an entirely new field, you’ll likely need to do work on your own to assemble the requisite skill set. I’m lucky enough to be at a company whose business is connecting people to learning resources that can help them meet their career objectives. Our culture supports the learning needs of all employees—whether they want to grow in a current role or try a new discipline—but this isn’t the norm.

At many companies, employees can only access training related to their functional area. If that describes your situation, avail yourself of the wide variety of learning resources out there, from online courses, videos, and books to in-person workshops, boot camps, and industry associations.

Completing coursework is just part of the journey, however. You’ll still need to be able to demonstrate you’ve mastered those newly gained skills, so seek out programs that include practical exercises and projects you can share with a hiring manager.

Grow my influence and impact

Maybe your career goals are less about your actual work and more about the broader role you want to play in your organization. You want to elevate your influence, market your expertise, and maximize your contributions.

As with a move into management, I recommend brushing up on your soft skills here. To grow your influence, you need to forge connections with other influencers in the organization and be able to articulate the value you bring. And come with your own ideas for where your expertise can be leveraged for maximum benefits, such as serving as a mentor, engaging in peer-to-peer learning, or being a consultant to other teams.

Not sure

Maybe you’re feeling restless but undirected. You know your current position isn’t cutting it but aren’t quite sure where to go next. That’s okay. I have ideas for you, too. Depending on where you are in your career, I suggest asking yourself some questions to help clarify your thinking and set you on the right path heading into 2020.

At every level
Am I still learning something new every day?

Entry level
What skills do I need to excel in my role?
Are there skills my role requires that I don’t have?
When I look at colleagues a level above me, is that something I want to be doing?

Midlevel
Does my role leverage my strengths?
Do I want to work toward becoming a manager?
Do I enjoy the work I do?
Am I progressing in my career the way I imagined?

Leadership level
Am I still challenged in my role every day?
How am I supporting and empowering my people in their roles?
Am I happy with the balance that I have between work and life?
How can I bring others along with me as a leader, or be a mentor?
Am I ready for the possibility of working many more decades into the future? What are the implications for my current and future roles?

Continue on to Fast Company to read the complete article.

Use these words if you want to advance in your career, win praise, and get noticed

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Professional black woman looking towards coworkers

You know how men dominate science, with more professorships, higher salaries, more research grants, and more citations? A BMJ study of 6.2 million science articles between 2002 and 2017 shows that male authors tout their work much more than female authors—and that their studies are then cited more frequently, particularly in prestigious journals. Though you could swallow this as yet more downer gender-inequity news, it’s also confirmation that self-praise leads to career advancement. And you can do it too!

When in doubt, go with the word “novel,” which male scientists are quite fond of, using it nearly three times more often than their other favorite words, “unique,” “promising,” and “favorable.” Note that these words express positivity, newness, and specialness, but are not over-the-top direct praise: Words such as “phenomenal,” “groundbreaking,” “spectacular,” and “astonishing” were rarely used, indicating that overflaunting is not necessary.

Women overuse the word “supportive,” as in my research is supportive of prior findings, which is the equivalent of wrapping one’s career in a wet blanket. The researchers write that “the data suggest that women and men use positive words in a similar fashion, but that women use them less often.”

So there you have it. Your mouth’s new favorite words for your work are:

novel
unique
promising
favorable
robust
excellent
prominent
encouraging
remarkable
innovative

Continue on to Fast Company to read the complete article.

How To Ace Your Annual Review

LinkedIn
confident career woman going in to office for an annual review

The holidays are great, but there’s one last bit of stress remaining—the annual review. While it’s a relatively strong job market, there are plenty of things that companies are concerned about. Corporate executives are worried about the ramifications of tariffs and trade wars with China, nonstop political bickering and the uncertainty surrounding the upcoming presidential elections.

There are concerns that the stock market is due for a sell-off or correction and a recession is long overdue. As an employee, you’re afraid of all of the new trends of nearshoring and offshoring jobs to lower-cost places, the cost-cutting of people with the nexus of being over 40 years of age and earning a nice income and the push for technology to take over the jobs of workers.

With these real fears in mind, you’re forced to face your boss at the end of the year to have the annual review and discuss dollars and cents.

There are many employees who are in the right job in the right sector and feel really good about this time of year. They know that they have killed it at work and exceeded all expectations. Their skills are highly sought after and it would be easy to find another job with a competitor for more money. These types of employees hold all of the best cards in their hands.

You believe that you have worked hard, did a great job and deserve a raise and bonus. It sounds simple in your head. When it’s time to actually sit across the desk from your boss, it’s not so easy. It’s an uncomfortable conversation filled with potential landmines.

Let’s start with what you should never do in your annual review. Oftentimes, employees believe that they must get a promotion, raise and large bonus for just showing up. Their attitude and demeanor are turn-offs to the manager.

Here’s what you shouldn’t say:

  • “If I don’t get the money I have asked for, I’m quitting!”
  • “Jane earns a base salary of $123,612. I’m so much better than Jane, so I should get a raise to $150,000.”
  • “I have bills, tuition payments and car payments!”
  • “I’ve been here for over 15 years!”
  • “I’ve Googled how much people with my job title earn, so you should pay me what Google says they earn too.”
  • “I’m the only one who really works around here!”
  • “I do your job for you!”
  • “I don’t care if the company is not doing well, It’s not my fault.”
  • “Well, if you don’t pay me more, I won’t work as hard.”

Here’s what you should do instead. You want to enter the manager’s office armed with indisputable data, facts and information that highlight everything you’ve accomplished over the last year. Explain what was expected of you and validate how you have met and exceeded those expectations. You need to cite your achievements, including how you have helped your boss succeed, and made sizable contributions to the company.

The key is to start working on the annual review at the beginning of the year. On a daily basis, ensure that your boss and other important decision makers recognize your Herculean efforts and accomplishments. Be careful, as you don’t want to come across too obvious about it. Otherwise, they’ll think you are just trying to curry favor and gaming the system.

Your pitch is based upon tangible results. You are not asking for any favors nor are you petulantly demanding something you don’t deserve. You are politely, but firmly, presenting your case in a calm and deliberate manner that sets forth all of the reasons and rationale as to why the company should want to pay you more money.

Try to sound confident, upbeat and enthusiastic. If you drone on with just data points, you will lose your audience. You want your boss to view you as a superstar performer who is excited to come into the office everyday and shine.

The goal is to have your manager recognize that you are a valuable and irreplaceable asset to her and the organization. She’ll understand that it’s necessary to offer you more money, a larger bonus and promotion. If she doesn’t, your manager knows that there is a risk that you’ll leave to join a competitor or lose your enthusiasm and not perform as well in the future.

Continue on to Forbes to read the complete article.

Hilton Opens 700 New Work-From-Home Positions

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Beautiful woman working on desktop pc at desk

McLean, Va. – Hilton (NYSE: HLT) has announced the creation of 700 new full-time work-from-home positions, significantly expanding its remote career program and flexible work opportunities across the United States.

As part of the Hilton Reservation & Customer Care (HRCC) team, these new reservation and customer care specialists are the first point of contact to support guests with travel and reservation-related questions, often going above and beyond to deliver personalized service to customers.

In addition to working from the comfort and convenience of home, Team Members enjoy stable, year-round work, as well as opportunities to grow and advance their career through moves across departments or into management and training positions.

The work-from-home positions provide particularly valuable opportunities to those prone to geographic moves, such as military spouses, who, along with veterans and caregivers, benefit from Hilton’s Operation Opportunity program. Hilton recently announced the expansion of this program with a pledge to hire an additional 25,000 members of the military community by 2025, a commitment that is supported by Hilton’s military-friendly culture and enhanced training and development opportunities.

“My work from home career with Hilton started as a Customer Care Coordinator and quickly advanced to a Diamond Desk Coordinator, a position dedicated to assisting our Hilton Honors Diamond members exclusively,” said Hilton Team Member, Nicole Washburn. “From the beginning of my career at Hilton, there was a continual investment in my development and swift forward progress of growth that lead me to my current role as a Development Coach in Reservation Sales. Hilton’s Work From Home initiative provides career growth, a unique benefit for Team Members who rely on having a remote working arrangement; it’s no wonder that Hilton was named as one of the world’s best workplaces by Fortune Magazine.”

Team Members are also eligible for Hilton’s industry-leading comprehensive benefits, including 401k, professional development training and access to exclusive travel discounts through Hilton’s Team Member travel program, Go Hilton.

“Our team strives to deliver engaged and personalized hospitality in each and every guest interaction,” said Stephen Arnold, Vice President of US Operations HRCC. “Providing flexibility, support and the opportunity to develop an incredibly meaningful career from home is a critical part of how we empower our team to be their best for our guests and for themselves.”

Learn more about joining the #1 Best Company to Work For® in the U.S. by visiting jobs.hilton.com. Go behind-the-scenes and meet our Team Members by following us at Hilton Careers on Instagram, Twitter and Facebook.

About Hilton

Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 17 world-class brands comprising nearly 6,000 properties with more than 954,000 rooms, in 117 countries and territories. Dedicated to fulfilling its mission to be the world’s most hospitable company, Hilton earned a spot on the 2019 World’s Best Workplaces list, and has welcomed more than 3 billion guests in its 100-year history. Through the award-winning guest loyalty program Hilton Honors, more than 100 million members who book directly with Hilton can earn Points for hotel stays and experiences money can’t buy, plus enjoy instant benefits, including digital check-in with room selection, Digital Key, and Connected Room. Visit newsroom.hilton.com for more information, and connect with Hilton on Facebook, Twitter, LinkedIn, Instagram and YouTube.

Source: Hilton